Current Trends in Collection Bargaining.

Definitions. Collective bargaining is broadly defined as the alternative to and a replacement of individual attempt at bargaining. To employers, it helps to avoid comparability issues. To the state, peaceful industrial relations are an outcome of labor and management’s efforts.
In a study by Sydney and Beatrice Webb (1891), they saw collective bargaining as the main instrument used by actors, employee and government institution in industry to sort out their differences through bargaining or negotiations, ultimately as a compromise between the claims of employers to exercise unilateral control over the work situation.

The (ILO) posited that collective bargaining should entail all negotiations that take place between employers, a group of employers of one or more employers’ organization. These negotiations include the determinant of the working conditions and terms of employment, regulation of relations between employers and workers in an organization.

According to The National Labour Relations Act (2007), collective bargaining is a mutual obligation of the employer and representative of the employees to meet at reasonable times and confer in good faith in respect to wages, hours and terms and conditions of employment or the negotiation of an agreement or any question arising from there under and execution of a written contract incorporating any agreement reached if requested by either party but such obligation does not compel either party to agree to a proposal or require the making of a concession.

However, the major problem facing the collective bargaining issue is that of weak institutional and regulatory framework. In addition, the new trend in industrial relations is nothing other than the situation that has been promoted by the ascendancy of neo-liberalism as the framework of globalization…...

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